Lara Isabella Hadry

Lara Isabella HadrySep 17, 2026

My boss once said to me: “You’re too emotional.” Right after I pushed back on a stakeholder who outranked me. Wow. Thank you so much. Thank you for fueling the cliché view on a woman. That clashes with the other cliché view on Project Managers: That we always need to regulate our emotions perfectly, absorb all the pressure and vent in silence at home. Now let’s be honest: we’re all human. And yes, I feel a certain way when I’m being dragged into the political schemes of stakeholders on the daily. When I’m being shouted at for issues far out of my control. When expectations exceed any budget or reason. And don’t get me wrong. As Project / People Managers we do need to: Stay calm and composed at times. Understand stakeholder needs. Manage them strategically. Learn not to take things too personally. But we also need to set our boundaries. Call people out for their behavior. Make clear what is and isn't a Project Manager's responsibility. Because that's also part of managing people. And projects. Sometimes that boundary-setting comes with an edge. It’s human. And no day is the same. I care about my projects, outcomes & the people in it. So when I push back, it's because it matters to me. Embracing emotions doesn’t mean you should indulge in unnecessary drama of course. But I find it bewildering to work with people who don't show an inch of emotion. It makes me trust them less. Ever been called "too emotional" for pushing back? What happened?

Lara Isabella HadrySep 10, 2026

You’re a Project Manager with several years of experience. And yet, all you get is silence when you apply. Or an automated rejection message from AI. It’s just not working. So you blame the job market. The problem is: you’re still applying as if it’s 2016. Saying that you manage timelines, stakeholders and risks. Applying through job portals. Passively waiting for recruiters to reply. But the rules have changed. I got my previous job not by applying through Indeed. Instead, I slid into the DMs of the hiring manager and started a conversation with him. That made me bypass other applicants going the traditional route. Within 2 weeks, I secured the role. That’s the hidden job market everyone is talking about. With AI mass applications flooding recruiter inboxes, here’s what’s working for my clients to actually stand out: 1. Optimize your LinkedIn profile. Use your target role in your first 2-3 words to optimize for search. Turn your About Section into a value proposition, showing how you help businesses, once the recruiter clicks on your profile. 2. Identify quantifiable impact you’ve had in previous roles and communicate it clearly, instead of just describing tasks. Put it in your Experience Section & resume to make your value tangible. 3. Start engaging with employees from your target companies. Don’t ask them for a job. Instead, build that relationship bit by bit in the DMs through a genuine conversation. Everyone is tailoring resumes with AI. Everyone has relevant experience. But almost no one thinks to leverage LinkedIn & real human connections to secure a job. Ask yourself: ↳ If a recruiter searched my target role on LinkedIn right now, would I even show up? ↳ Does my About section talk about what I do for the business, or does it talk about me? ↳ Would a stranger understand the impact I’ve had in previous roles in the first 10 seconds on my profile? ↳ Can I back up "managed timelines and stakeholders" with a real number and result? ↳ When did I last start a conversation with someone at a company I actually want to work for? Without immediately asking them for a job? ↳ Have I built a single relationship this month, or just sent applications into a void? It’s not rocket science. You need to understand the human psychology behind these hiring decisions. Otherwise, you’ll be left behind in an increasingly crowded market. So stop wasting time and start by bringing your online presence up to speed. Update your headline. One step at a time.

Lara Isabella HadrySep 15, 2026

Most Project Managers can't prove their own impact. Then how would you convince a recruiter? Imagine you’re a business owner. And you want to hire someone to drive forward your business. What do you care about most? That they get you real results. Growth in revenue, customers, market share. How do you know you can trust them? When they show concrete proof from a previous role. Numbers and context that back it up. Metrics work like anchors. They make your work tangible, memorable, and trustworthy. Recruiters look for exactly that. I learned to identify and quantify my own experience when I applied for consulting. I've used the same method ever since. For a Project Manager, there are several categories which you can use to showcase your expertise: 𝗦𝗖𝗔𝗟𝗘 Your budget, team size, stakeholders, markets touched. Example: Led a €3M investment app across 15 stakeholders in product, IT, and UX. 𝗦𝗧𝗔𝗞𝗘𝗦 Who was exposed if this failed, and how much was riding on it. Example: Landed a 90% response rate on a negative interest rate preventing mass account closures. 𝗣𝗘𝗢𝗣𝗟𝗘 Team satisfaction, unsolicited feedback, friction you resolved. Example: Introduced a personality assessment to restructure meetings, lifting engagement by 15% in 3 months. 𝗢𝗨𝗧𝗖𝗢𝗠𝗘 Revenue, cost, risk reduced, market position. Example: Led the project that turned customer research into 10+ features, taking the app to #1 rated for online deposit accounts. Find these numbers. Use them in your resume, your LinkedIn, your conversations. It builds trust with recruiters. And it gives you clarity on your own career. Have you sat down and quantified your impact yet?